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This week marks the 10th annual National Locum Tenens Week, running August 10 through 14 under NALTO’s theme “Temporary Providers, Permanent Impact.” A decade ago, this was a niche staffing observance most health system leaders never heard about. Now it lands the same month a bill reclassifying locum providers under federal labor law is sitting…

Beyond the Job Board: How to Build a Proactive Pipeline for Hard-to-Fill Clinical Roles If your hospital or health system relies entirely on posting open physician roles on job boards and waiting for applications to roll in, you are operating on borrowed time. When a specialized physician, surgical director, or primary care provider gives their…

The Retention Paradox: Why Reactive Sourcing Damages Your Existing Staff Picture this: You sit down at your desk first thing in the morning, ready to roll out a new peer-mentorship program or dive into your team’s quarterly employee satisfaction survey. You are finally focusing on long-term team culture. But before you can even open the…

How strategic healthcare recruiting improves access to care, advances health equity and strengthens organizational performance. Every healthcare leader shares the same goal: improve patient outcomes. Health systems invest millions in clinical innovation, digital health, quality improvement initiatives and operational excellence. They redesign care models, implement new technologies and pursue value-based care strategies, all in the…

Single-Source Healthcare Staffing vs. Vendor Fragmentation If you manage operations for a hospital system or a growing multi-site practice, take a quick glance at your vendor list. You likely have one agency for permanent physician search, another regional firm for temporary locum tenens coverage, a third vendor handling travel nurses and maybe a local app…

For years, healthcare recruiting strategies centered around compensation. Higher salaries, sign-on bonuses, relocation packages, and productivity incentives became the primary tools organizations used to compete for physicians and advanced practitioners. But across healthcare, leaders are discovering something important: compensation alone is no longer enough to solve workforce instability. Clinicians are reevaluating what they want from…

While technology and infrastructure provide the framework for care, the quality and consistency of that care are fundamentally dictated by the people providing it. For healthcare organizations, recruitment is often viewed through the lens of operational necessity: filling a vacancy to maintain ratios. However, it has been found repeatedly that recruitment is a primary clinical…

Signing a recruiting contract is easy but dealing with the fallout of poor hires is hard. Before you lock in your next partnership, move beyond the fee percentage and get healthcare recruiting contract tips by asking these five data-driven questions: 1. “How do you measure ‘Quality of Hire’ beyond 90 days?” Most firms consider their…

Recruitment Process Outsourcing (RPO) can be one of the most effective tools in a healthcare organization’s talent strategy. At its best, RPO acts as a true extension of your internal team, bringing scalable recruiting infrastructure, specialized expertise, better processes, and the ability to adapt quickly to changing workforce demands. The challenge is not whether RPO…

The Strategic Link Between Clinical Recruitment, Quality and Continuity of Care When the metrics you are using to make a recruitment decision are “price per hire,” “contingency fee percentage” and “estimated time-to-fill,” the decision seems straightforward. However, an objective analysis of long-term healthcare outcomes reveals that these top-line numbers often mask the true cost of…